ACA Compliance


2019

ACA Compliance Software that Anticipates

Year after year, change is inevitable. But it’s also hard to keep track of every rule change, every year. As a requirement, all employers under the Affordable Care Act must report to the IRS health benefits statements. Luckily for you, to give you peace of mind, our software allows you to stay ahead of the game with compliance that anticipates. At Viventium our goal is simple. Help you simplify reporting, catch ahead of time any potential risks, and avoid any costly penalties.

The Top Five Things your Payroll Software Needs to do to become ACA Compliant

 

  1. Determine full/part-time status for each employee
  2. Track employees’ offers, enrollments, and waivers during initial, ongoing, administrative and stability periods
  3. Alert you to ACA penalty exposure for missing and unaffordable offers
  4. Maintain benefit plan information with employee costs and archive minimum essential and minimum value data for fighting proposed penalties
  5. Produce year-end ACA forms, including Series 1 and 2 codes, and file them electronically
DASHBOARD


| Ensure your compliance at all times with a quick glance at the dashboard
| Check on your ALE status with this count of full-time equivalent employees
| Toggle your graphs between a visual bar and a numerical breakdown – whichever way you want to see your data
STANDARD MEASUREMENT PERIOD


| Get real-time updates on full- and part-time statuses of your employees
| Check our automatically generated list of your employees who might have changes to their status
| Make changes manually, or let our smart system change your employee’s status for you
ELIGIBILITY STATUS


| Click on a widget to drill down into the data behind the visuals
| Get even more details by clicking on each month
| See exactly which employees are behind the numbers and access their profiles

The Evolution of ACA Compliance

Here’s a quick look at ACA regulation changes from 2015 to present.

Here’s What’s New for 2019

All the same rules from 2018 still apply – but penalty amounts are changing. We’ll keep you posted as soon as they’re released!

2015
The lookback period to determine ALE status for 2015 can be anywhere between 6-12 consecutive months in 2014.
Employers with 100 or more full-time and full-time equivalent employees must offer health insurance to full-time employees.
ALEs must offer coverage to the employee but not dependents if dependents had not been previously offered coverage and the employer takes steps in 2015 towards offering dependent coverage.
ALEs must offer coverage to at least 70% of full-time employees in order to avoid the 4980H(a) sledgehammer penalty.
ALEs subject to the 4980H(a) penalty can disregard their first 80 full-time employees when calculating the penalty.
The amount of the 4980H(a) penalty is $2080 per employee per year.
The amount of the 4980H(b) penalty is $3120 per employee per year.
In 2015, a conditional offer of insurance to a spouse was reported as a regular offer.
2016
The lookback period to determine ALE status for 2016 and all future years is the full 12 months of the prior year.
Employers with 50 or more full-time and full-time equivalent employees must offer health insurance to full-time employees.
ALEs must offer coverage to the employee and his/her dependents up to age 26.
ALEs must offer coverage to at least 95% of full-time employees in order to avoid the 4980H(a) sledgehammer penalty.
ALEs subject to the 4980H(a) sledgehammer penalty can disregard their first 30 full-time employees when calculating the penalty.
The amount of the 4980H(a) penalty is $2160 per employee per year.
The amount of the 4980H(b) penalty is $3240 per employee per year.
In 2016, a conditional offer of insurance to a spouse must be reported separately.
2017
The lookback period to determine ALE status for 2017 and all future years is the full 12 months of the prior year.
Employers with 50 or more full-time and full-time equivalent employees must offer health insurance to full-time employees.
ALEs must offer coverage to the employee and his/her dependents up to age 26.
ALEs must offer coverage to at least 95% of full-time employees in order to avoid the 4980H(a) sledgehammer penalty.
ALEs subject to the 4980H(a) sledgehammer penalty can disregard their first 30 full-time employees when calculating the penalty.
The amount of the 4980H(a) penalty is $2260 per employee per year.
The amount of the 4980H(b) penalty is $3390 per employee per year.
In 2017, a conditional offer of insurance to a spouse must be reported separately.
2018
The lookback period to determine ALE status for 2018 and all future years is the full 12 months of the prior year.
Employers with 50 or more full-time and full-time equivalent employees must offer health insurance to full-time employees.
ALEs must offer coverage to the employee and his/her dependents up to age 26.
ALEs must offer coverage to at least 95% of full-time employees in order to avoid the 4980H(a) sledgehammer penalty.
ALEs subject to the 4980H(a) sledgehammer penalty can disregard their first 30 full-time employees when calculating the penalty.
The amount of the 4980H(a) penalty is $2320 per employee per year.
The amount of the 4980(b) penalty is $3480 per employee per year.
In 2018, a conditional offer of insurance to a spouse must be reported separately.

Viventium is dedicated to keeping you informed of the latest payroll developments and assisting you with understanding the ever-increasing
government regulations. This information is not intended as tax or legal advice. We encourage our readers to consult their tax and law advisors.

Viventium was instrumental in helping my company become ACA compliant this past year. After I listened to one of Viventium’s webinars on ACA compliance and reporting requirements, I realized we weren’t doing enough. Viventium’s extremely helpful and responsive service alleviated a huge stress from my shoulders.

ASHER BRUCKNER
LUCILLE ROBERTS HEALTH CLUBS

How The Affordable Care Act Applies to You in 2019

For the year 2019, employers with 50 or more full-time employees or equivalents must offer health coverage to full-time employees and file Forms 1094-C and 1095-C with the IRS. Filings are due to the IRS in the first quarter of 2020, and a copy of the 1095-C must be distributed to each employee by January 31, 2020.

Employers who fail to offer health coverage and file Forms 1094-C and 1095-C may be subject to IRS penalties.

Are You an Applicable Large Employer (ALE) in 2019?

To determine ALE status during the current year, employers use a lookback period during the prior year. If an employer has on average 50 or more full-time employees, including full-time equivalents, during the 2018 lookback period, the employer is an ALE for 2019.

Learn more about the Affordable Care Act by visiting our ACA FAQ page.

Compliance that Anticipates

Viventium’s ACA software solutions keep you on top of your compliance, delivering live ACA data throughout 2019. At the beginning of 2020, Viventium will prepare and file Forms 1094-C and 1095-C on your behalf.

Viventium’s ACA Compliance Software:

Calculate full-time and full-time equivalents to determine Applicable Large Employer (ALE) status
Track offers of coverage and affordability on a month-by-month by basis
Alert you to any missing offers or if an offer becomes unaffordable
Calculate and track full- or part-time status of each employee to determine who must be offered health coverage
Provide a preview of Forms 1095-C to review and approve before production
Produce 1095-C employee copies and e-file Forms 1094-C and 1095-C with the IRS
Flexible Design Anyone Can Use
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